Executive coaching and counselling

The task of the professional is not one of fitting redesigned solutions to fixed problems but one of artful inquiry, flexible problem setting, and disciplined but creative design.
-- Donald R. Peterson (1997) 1
As professionals we may not always give our clients what they want but what they "need" to develop and facilitate their processes. That basically means we know what is required and how to provide it in a disciplined yet creative manner. Coaching and counselling are identified as imperative needs that facilitate the process of understanding, but in the business world these are limited in application and practice. Somehow in our society we may be open to the idea but majorly when it applies to other persons and not ourselves, as somewhere we believe they have issues and we do not. It is primarily because the word "issue" is taken negatively to mean mental problems, labels, disorders or even the lack of something. The first step to understanding and correcting this in ourselves is acceptance, and in the professional practice of workplace counselling this is a crucial step, as without it no change or ownership will occur.
In Pakistan there is limited awareness of counselling or executive coaching in the workplace. This leads to misunderstandings and criticism. As the demand for performance increases so does the level of stress and mental challenge. Counselling and executive coaching can help in understanding that challenge by developing an insight. In turn the business world can benefit by having satisfied and less stressful employees and thus more efficient, who are well equipped at the workplace for future challenges.
People walk through their daily lives, without realising how they managed the mental challenge of a full day - while doing so they end up taking it for granted. It is important to understand that as our life unfolds so does it's many dimensions of complexity. We are unable to cope in many situations and in most require the support of family and friends. Even though this is understood it is hard to practice, one finds it difficult to "ask for help" and so exceedingly difficult in recognising, understanding and asking for help in regard to mental health issues. What needs to be understood is that we carry the baggage of our lives everywhere, including the workplace.
Many a people believe that this is not true and we should leave our problems at home, but the question is: Would it be possible to do that? And the answer: For a while but not for the rest of your life. We come to work carrying all our emotions and feelings from the previous day and the day before that, and also our experiences from the past, we have only learned to control and manage them appropriately. But what happens when we lose that control and are overwhelmed with emotions that are unfathomable? We seek help, we talk and we find solutions. Why then do we not do that at the workplace? Is it because at the workplace we are supposed to be formal, with a different persona, mature and composed and it would be inappropriate if we expressed ourselves? Or is it because we may feel inadequate if we say we need someone to help us with our mental challenges? Or is it just the fear of being labelled? It is, in fact, all of the above that comes to mind when asking help for a mental issue. It is exactly this overwhelming feeling that is taken care of by a counsellor or an executive coach.
It is important at this stage to know the difference between coaching and counselling.
What is Counselling?
Counselling deals with wellness, personal growth, career, and pathological concerns. In other words, counsellors work in areas that involve relationships (Casey, 1996). These areas include intra and interpersonal concerns related to finding meaning and adjustment in such settings as schools, families, and careers.2
Counselling is conducted with persons who are considered to be functioning well and those who are having more serious problems. It meets the needs of a wide spectrum of people. Clients seen by counsellors have developmental or situational concerns that require help in regard to adjustment or remediation. Their problems often require short-term intervention, but occasionally treatment may be extended to encompass disorders included in the Diagnostic and Statistical Manual of Mental Disorders (1994) of the American Psychiatric Association.
Counselling is theory based. Counsellors draw from a number of theoretical approaches, including those that are cognitive, affective, behavioural, and systemic. These theories may be applied to individuals, groups, and families.3 Counselling is a process that maybe developmental or intervening. Counsellors focus on their clients' goals. Thus, counselling involves both choice and change. In some cases, "counselling is a rehearsal for action" (Casey, 1996, p. 176)
What is Coaching? Historically the evolution of coaching has been influenced by many other fields of study including those of personal development, adult education, psychology (sports, clinical, developmental, organisational, social and industrial) and other organisational or leadership theories and practices. Since the mid-1990s, coaching has developed into a more independent discipline and professional associations such as the International Coach Federation have helped develop a set of training standards. There are many definitions of coaching, mentoring and various styles of line management and training. The position is complicated by the perceived overlap between many of these activities.
Managing is making sure people do what they know how to do. Training is teaching people to do what they don't know how to do. Mentoring is showing people how the people who are really good at doing something do it. Coaching is none of these - it is helping to identify the skills and capabilities that are within the person, and enabling individual's to develop those skills to the best of their ability. Professional coaching uses a range of communication skills and specific strategies and techniques to help clients shift their perspectives and thereby discover different solutions to achieve their goals.4
Executive coaching is a process of repeatable steps that enables a business executive to change his or her behaviour with a positive impact on the Organization. A successful coaching engagement results in a measurable success for both the individual and the Organization.
Executive coaching is based on a formal contract that makes explicit the steps required to achieve targeted results related to the organisation's or the executive's objectives. Stern (2004) states that the coach and client agree in advance on the ground rules of the relationship including time frames, goals, and metrics of success. The engagement may include "changing attitudes and habits; developing skills; preparing and developing for future assignments; and defining by implementing one's leadership charter, business goals, and strategies".5
There are greater differences that exist between the two and the purpose of this article is just to introduce the concept in its basic terms, in order to facilitate an understanding and acceptance for the future. In both executive coaching and counselling, however, the process demands confidentiality and maintaining boundaries with the client. The three core conditions towards the client also remain similar; they are, giving unconditional positive regard, showing genuineness and empathy. The essence of success lies in understanding and delivering coaching and counselling services, keeping these in mind. The engagement can be didactic and overwhelming which is why training, experience and education is required for a successful consultation. Thus the misunderstandings of executive coaching and counselling can be alleviated by encouraging awareness in the business environment, to promote a better future.
1 Orenstein, R.L (2007). Multidimensional Executive Coaching. Springer publishing company. New York. USA
2 Source: Gladding, S.T. (2004). Counselling: A Comprehensive Profession (5th edition). Upper Saddle River, NJ: Merrill/Prentice Hall. P 6-7 3 http://www.ccacc.ca/_documents/NotebookEthics/What%20is%20Counselling%20A%20Search%20for%20a%20Definition.pdf 4 Greif, S. (2007). Advances in Research on Coaching Outcomes. International Coaching Psychology Review, 2(3), 222-249 5 Orenstein, R.L (2007). Multidimensional Executive Coaching. Springer publishing company. New York. USA